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Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

机译：企业社会责任与员工敬业度：使员工能够在工作中充分利用自己的整个自我

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摘要

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top–down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom–up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.
机译：企业社会责任（CSR）的个人层面的研究正在迅速发展。然而，我们仍然对个人（即员工）为何以及如何受到企业社会责任影响缺乏更全面的了解。这项研究通过探索企业社会责任与员工敬业度之间的关系，来弥补这一差距。此外，为了解决员工在工作场所的参与程度低的问题，提出并测试了CSR，作为使大量员工参与的一种途径。在敬业度理论的基础上，测试了一个模型，在该模型中，CSR使员工能够将自己的全部精力投入到工作中，从而使员工更加投入。使用结构方程模型分析了美国一家大型专业服务公司中15184名员工的数据。结果表明，真实性（即能够在工作中展现自己的整个自我）可以积极有效地显着调节企业社会责任与员工敬业度之间的关系。但是，在这项研究中测试的其他调解人，即组织支持（POS；即直接给员工的利益），并未显着调解这种关系。此外，适度调解的结果表明，如果企业社会责任是角色外的（即不嵌入志愿工作之类的工作设计中），则会削弱企业社会责任与员工敬业度之间的关系。此外，事后分析表明，即使在控制POS的情况下，真实性也会对POS员工敬业度产生影响。这些结果扩展了以前的企业社会责任文献，这些文献通常是自上而下的，着重于员工将如何受组织提供给他们的东西（例如POS）的积极影响。相反，自下而上的方法可能表明，员工在整个自我中付出的越多，他们在工作中的投入就越多。

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